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31.
Managerial scholars have suggested that “g” score (i.e., intelligence) tests are not enough to assess and select the appropriate candidates for some jobs. Other dimensions can play just as important a role in employee performance. Thus, the purpose of this article is to expand our view in terms of criteria that may be used as it relates to global supply chain managers. We present a nine-base typology to assist researchers and managers in assessing the true dynamics of global supply chain manager intelligence. The typology of intelligence includes the dimensions of cognitive, social, political, emotional, structural, intuition, experiential, creative, and network. We build our model by using intelligence dimensions from management, industrial organizational psychology, marketing and organizational behavior, and perspectives that include relational contracting norms, relationship marketing, networking, and communications. We propose that global supply chain managers need all nine bases to perform well in the global business arena. 相似文献
32.
Angelica M. Almeyda Eben N. Broadbent Miriam S. Wyman William H. Durham 《International Journal of Tourism Research》2010,12(6):803-819
Ecotourism promotes responsible travel to natural areas, environmental conservation and the well‐being of local communities. Eco‐lodges are an important component of ecotourism ventures but an infrequently researched component of this field. Considering their influence on the natural environment (design and operation) and local communities (employment practices and purchases), the success of ecotourism depends, in part, on the performance of eco‐lodges. This project studies the effects of the Punta Islita (PI) eco‐lodge on the Nicoya Peninsula, Costa Rica. An interdisciplinary nested‐scale analysis, combining guest and household interviews with multi‐temporal remote sensing analysis of forest cover change of the lodge and surrounding areas, is used to evaluate the environmental, economic and social impacts of ecotourism in the region. Our results show significant positive contributions of the PI eco‐lodge on forest cover, environmental conservation, and local economic incomes within the surrounding communities. For local livelihoods, the PI eco‐lodge was seen as having positive social, cultural and economic impacts for nearly all societal variables for both employees and their neighbours. The PI eco‐lodge was also perceived as reducing alcoholism, drug addiction and prostitution, where conventional tourism on the Peninsula was shown to increase these ‘societal ills’. Land value and product pricing were the few variables believed to have increased as a result of tourism on the Peninsula. For conservation, the PI eco‐lodge property had the highest rates of reforestation within the Nicoya Peninsula and remains the scale most reforested in both forest cover change and total forest cover. In fact, at the landscape scale, we find that the Pacific coast of the Nicoya, where the bulk of ecotourism occurs, has undergone reforestation, whereas forest interiors have been deforested. Historically, reforestation occurred as cattle ranching credit programs were halted by the government and households in the area left to find better job opportunities. The PI eco‐lodge, as a source of good employment, resulted in worker migration back to the surrounding area, resulting, in some cases, in increased deforestation. Overall, we feel that the PI eco‐lodge serves as an example of successful ecotourism. However, increasing development in the region, in particular by standard hotel operations and large condo developments, seeks to capitalise on the region's natural beauty and may reverse land cover trends if they are not accompanied by adequate forest conservation strategies and stresses the importance of monitoring and assessing the impacts of accommodations tied to nature‐based tourism operations. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
33.
Miriam F. Weismann 《Journal of Business Ethics》2009,88(4):615-661
The American regulatory model of corporate governance rests on the theory of self-regulation as␣the most effective and efficient
means to achieve corporate self-restraint in the marketplace. However, that model fails to achieve regular compliance with
baseline ethical and legal behaviors as evidenced by a century of repeated corporate debacles, the most recent being Enron,
WorldCom, and Refco. Seemingly impervious to its domestic failure, Congress imprinted the same self-regulation paradigm on
legislation restraining global business behavior, the Foreign Corrupt Practices Act. This anti-bribery initiative prohibits
unethical and illegal payments made to foreign public officials in an effort to eradicate bribery as a rational-choice global
market entry strategy. However, this paper illustrates, using newly complied statistics from 1977 to 2008, that the FCPA has
not had a dramatic impact on U.S. global corporate behavior despite its recent high profile coverage and the tough regulatory
rhetoric about corporate compliance. The paper also extends the prior Cragg and Woof FCPA efficiency study and provides current
empirical evidence to resolve several unanswered questions raised by that earlier study. 相似文献
34.
35.
The mediating role of leader–member exchange: a study of job satisfaction and turnover intentions in temporary work 下载免费PDF全文
Miriam Flickinger Marcel Allscher Marina Fiedler 《Human Resource Management Journal》2016,26(1):46-62
This paper focuses on turnover intentions in temporary work. Specifically, we analyse whether job satisfaction and leader–member exchange (LMX) play the same role as antecedents of turnover intentions for both temporary and permanent employees. Results from a total‐effects moderation model based on a survey of 593 individuals placed by a temporary work agency suggest that temporary work lessens the impact that high job satisfaction has in terms of reducing turnover intentions. Furthermore, while for permanent employees, high‐quality LMX relationships play a central role in the link between job satisfaction and turnover intentions; for temporary employees, job satisfaction is less important in the formation of high‐quality LMX relationships. Therefore, we contribute to knowledge on turnover intentions in temporary work by showing that within this context, turnover intentions cannot be directly remedied by high job satisfaction and that temporary work inhibits LMX's reinforcing role in the relationship between job satisfaction and turnover intentions. 相似文献
36.
Leroy Robinson Jr. Author Vitae Greg W. Marshall Author Vitae Miriam B. Stamps Author Vitae 《Industrial Marketing Management》2005,34(4):407-415
Gaining technology acceptance by salespeople is critical in modern organizations. Sales technology is an integral tool for enhancing customer-related information management and knowledge development. Knowledgeable salespeople are able to use the information and knowledge to practice adaptive selling, improve performance, and enhance their firm's competitive advantage in the marketplace. This study proposes and tests a model linking technology acceptance to adaptive selling and job performance of field salespeople. The results provide evidence that behavioral intentions to use technology positively affect salesperson performance through enhanced propensity to practice adaptive selling. Implications of the study for managers and researchers are discussed. 相似文献
37.
Rising importance of service industries and international trade in services led to increased competition in the service sector. The aim of this study is to analyze the international sourcing behavior of service firms as a strategic means to contend with competition. Our theoretical predictions suggest that there is a U-shaped relationship between a service firm’s domestic competitive position and its pursuit of international sourcing: the relationship is first negative and at later stages positive. The international sourcing behavior of domestic competitors and inward investments of foreign rivals are expected to positively affect a service firm’s international sourcing magnitude. A large-scale empirical analysis using a panel of 579 German service firms supports our hypotheses. 相似文献
38.
Miriam Grant 《Development Southern Africa》2007,24(1):77-90
The 1990s were a decade of rapid urbanisation and growth of squatter settlements in African cities. Given the severe shortage of affordable housing options, a large proportion of urban dwellers choose lodging as the only economically viable, legal shelter option. Lodging is thus an essential element of the economic survival strategy of the urban poor. Based on a longitudinal study of lodgers in a medium-sized Zimbabwean city during the mid-1990s, this article explores the economic characteristics and strategies of lodging households during a time of rapid urban growth and worsening economic conditions. The article outlines the way these changes affect lodging household composition, shelter features, economic coping mechanisms and overall vulnerability. It concludes with a brief examination of the present urban situation in Zimbabwe. 相似文献
39.
40.
Miriam Moeller Jane Maley Michael Harvey Timothy Kiessling 《International Journal of Human Resource Management》2016,27(9):991-1012
Distinct to expatriate managers at the subsidiary-level, inpatriate managers' influence at the headquarter (HQ)-level is controlled by the extent to which an inpatriate manager is able to ‘win’ status from HQ personnel. The primary goal of the paper is to conceptualize how organizational support, in the form of global talent management (GTM) practices, can alleviate inpatriates' difficulties in building social capital at HQ. Building social capital at HQ is vital for inpatriates to attain status in order to build the inter-unit social capital that enables them to pursue their boundary-spanning role across HQs and subsidiaries. Status inconsistency theory is put forward to recognize the personal, professional and structural incongruence of events and activities at HQ carried out with respect to inpatriates. We argue that inpatriate managers become empowered at HQ only when social capital is accumulated whereby social capital is driven by an acknowledgment of inpatriates as a legitimate staffing option. The relationship between GTM practices and social capital building needs to be managed properly by inpatriates themselves as well as by the organization. A future research agenda helping to build social capital of inpatriates through GTM infrastructure is discussed and propositions are offered throughout. 相似文献